Director Of People Analytics Jobs
Director Of People Analytics jobs are open across technology, financial services, healthcare, and retail, at levels from senior manager to vice president, with specializations in workforce planning, HR data science, and talent intelligence. Find a role that fits from the openings below and apply directly.
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Showing 5 of 90+ Director Of People Analytics jobs
Salary range is:
$106,277.25 - $135,000.00This position is bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com.
The Role
CCC Intelligent Solutions is seeking a Manager, People Analytics to lead the strategy, development, and delivery of workforce analytics, reporting, dashboards, and insights that enable data-driven decision-making across the organization. This role partners closely with Human Resources, business leaders, and executive stakeholders to translate complex workforce data into actionable recommendations that improve talent outcomes, organizational effectiveness, and employee experience.The Manager, People Analytics serves as a trusted advisor and subject matter expert in HR data, analytics, and measurement. This individual will drive the evolution of people metrics, workforce dashboards, predictive insights, and reporting capabilities while ensuring data integrity and governance across HR systems.
Key Responsibilities:
People Analytics & Reporting
- Develop and execute the organization's people analytics strategy, delivering insights that support business and talent objectives
- Design, build, and maintain dashboards, reports, scorecards, and visualizations for HR leaders, executives, and business stakeholders
- Analyze workforce trends and key talent metrics including hiring, retention, turnover, engagement, promotion, diversity, performance, and organizational health
- Translate complex data into meaningful insights and recommendations that drive business action and improve decision-making
- Establish and monitor key workforce metrics, benchmarks, and performance indicators
Strategic Consulting
- Partner with HR Business Partners, Talent Acquisition, Total Rewards, and business leaders to identify opportunities for data-driven solutions
- Consult with stakeholders on workforce planning, organizational design, talent strategies, and measurement approaches
- Support executive presentations and leadership discussions through compelling storytelling with data
- Provide recommendations based on internal analyses, external benchmarks, and industry best practices
Data Management & Governance
- Ensure the accuracy, consistency, and integrity of HR data across systems and reporting platforms
- Serve as a subject matter expert for HR data, reporting, and workforce analytics
- Establish data governance standards, documentation, and reporting processes
- Collaborate with HRIS, IT, and business partners to improve data quality and reporting capabilities
Research & Advanced Analytics
- Conduct quantitative and qualitative analyses using data from multiple sources, including Workday, employee surveys, engagement platforms, and other HR systems
- Identify patterns, trends, risks, and opportunities through statistical analysis and workforce modeling
- Support employee listening initiatives, engagement surveys, and organizational research efforts
- Leverage data visualization and analytics tools to create compelling insights and executive-ready presentations
- Explore predictive analytics and emerging workforce trends to inform talent strategies
Leadership & Continuous Improvement
- Lead and support a Sr. Analyst, People Analytics, by providing strategic direction, removing barriers, aligning priorities, fostering professional growth, and creating an environment that enables continued growth, partnership, and delivery of high-impact workforce insights
- Lead and prioritize people analytics initiatives and reporting projects
- Evaluate existing reports and processes, identifying opportunities for automation, simplification, and enhanced stakeholder value
- Stay current on industry trends, workforce analytics methodologies, and technology advancements
- Foster a culture of data-driven decision-making throughout the HR function and broader organization
Requirements:
Required
- Bachelor's degree in Human Resources, Business Analytics, Statistics, Economics, Data Science, Information Systems, or a related field
- 5+ years of experience in People Analytics, HR Reporting, Workforce Analytics, HRIS, or a related analytical function
- Experience working with HR systems such as Workday and employee survey platforms
- Strong analytical, problem-solving, and data visualization skills
- Experience creating dashboards and reporting solutions for executive and business audiences
- Ability to interpret complex data and translate findings into actionable business recommendations
- Strong consulting, communication, and stakeholder management skills
- Proficiency in Excel and workforce reporting tools
Preferred
- Experience with Power BI, Tableau, or similar business intelligence platforms
- Experience with org design, workforce planning, predictive analytics, and statistical analysis
- Advanced knowledge of HR metrics, talent analytics, and organizational effectiveness measures
- Prior experience supporting executive-level reporting and strategic workforce initiatives
- Master's degree in a related field
What You'll Bring
- A passion for leveraging data to improve business and talent outcomes
- Strong business acumen and the ability to connect workforce insights to organizational strategy
- Curiosity, creativity, and a continuous improvement mindset
- Excellent storytelling skills with the ability to communicate complex concepts in a simple, compelling way
- A collaborative approach and ability to influence stakeholders at all levels of the organization
- High attention to detail with a commitment to data accuracy and integrity
This role offers an opportunity to shape the future of People Analytics at CCC by delivering insights that help leaders make better decisions, strengthen our workforce, and drive business success.
#LI-LB1
Interview Policy & Privacy Notice:
A video interview is required for this position. Video interviews are transcribed. Transcriptions are retained and may be reviewed by CCC and our recruiters. Candidates are not permitted to use generative AI or automated assistance during the interviews unless explicitly allowed by the interview team for a specific exercise. Our Job Applicant Privacy Notice is available HERE.
About CCC's Commitment to Employees:
CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion & Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC’s success.
CCC offers competitive compensation and benefits to support you and your families, including:
401K Match
Paid time off
Annual Incentive Plan Performance Bonus
Comprehensive health insurance
Adoption Assistance
Tuition Reimbursement
Wellness Programs
Stock Purchase Plan options
Employee Resource Groups
For more information about our benefits, please check out our careers site.
Here, you belong. You are seen, valued, and respected. We celebrate you for who you are and all you bring. Every voice is heard and is important to our success. You can hear what employees have to say about our culture here
If you require reasonable accommodation to complete a job application, please contact (800) 621-8070.
Salary range is:
$106,277.25 - $135,000.00This position is bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com.
The Role
CCC Intelligent Solutions is seeking a Manager, People Analytics to lead the strategy, development, and delivery of workforce analytics, reporting, dashboards, and insights that enable data-driven decision-making across the organization. This role partners closely with Human Resources, business leaders, and executive stakeholders to translate complex workforce data into actionable recommendations that improve talent outcomes, organizational effectiveness, and employee experience.The Manager, People Analytics serves as a trusted advisor and subject matter expert in HR data, analytics, and measurement. This individual will drive the evolution of people metrics, workforce dashboards, predictive insights, and reporting capabilities while ensuring data integrity and governance across HR systems.
Key Responsibilities:
People Analytics & Reporting
- Develop and execute the organization's people analytics strategy, delivering insights that support business and talent objectives
- Design, build, and maintain dashboards, reports, scorecards, and visualizations for HR leaders, executives, and business stakeholders
- Analyze workforce trends and key talent metrics including hiring, retention, turnover, engagement, promotion, diversity, performance, and organizational health
- Translate complex data into meaningful insights and recommendations that drive business action and improve decision-making
- Establish and monitor key workforce metrics, benchmarks, and performance indicators
Strategic Consulting
- Partner with HR Business Partners, Talent Acquisition, Total Rewards, and business leaders to identify opportunities for data-driven solutions
- Consult with stakeholders on workforce planning, organizational design, talent strategies, and measurement approaches
- Support executive presentations and leadership discussions through compelling storytelling with data
- Provide recommendations based on internal analyses, external benchmarks, and industry best practices
Data Management & Governance
- Ensure the accuracy, consistency, and integrity of HR data across systems and reporting platforms
- Serve as a subject matter expert for HR data, reporting, and workforce analytics
- Establish data governance standards, documentation, and reporting processes
- Collaborate with HRIS, IT, and business partners to improve data quality and reporting capabilities
Research & Advanced Analytics
- Conduct quantitative and qualitative analyses using data from multiple sources, including Workday, employee surveys, engagement platforms, and other HR systems
- Identify patterns, trends, risks, and opportunities through statistical analysis and workforce modeling
- Support employee listening initiatives, engagement surveys, and organizational research efforts
- Leverage data visualization and analytics tools to create compelling insights and executive-ready presentations
- Explore predictive analytics and emerging workforce trends to inform talent strategies
Leadership & Continuous Improvement
- Lead and support a Sr. Analyst, People Analytics, by providing strategic direction, removing barriers, aligning priorities, fostering professional growth, and creating an environment that enables continued growth, partnership, and delivery of high-impact workforce insights
- Lead and prioritize people analytics initiatives and reporting projects
- Evaluate existing reports and processes, identifying opportunities for automation, simplification, and enhanced stakeholder value
- Stay current on industry trends, workforce analytics methodologies, and technology advancements
- Foster a culture of data-driven decision-making throughout the HR function and broader organization
Requirements:
Required
- Bachelor's degree in Human Resources, Business Analytics, Statistics, Economics, Data Science, Information Systems, or a related field
- 5+ years of experience in People Analytics, HR Reporting, Workforce Analytics, HRIS, or a related analytical function
- Experience working with HR systems such as Workday and employee survey platforms
- Strong analytical, problem-solving, and data visualization skills
- Experience creating dashboards and reporting solutions for executive and business audiences
- Ability to interpret complex data and translate findings into actionable business recommendations
- Strong consulting, communication, and stakeholder management skills
- Proficiency in Excel and workforce reporting tools
Preferred
- Experience with Power BI, Tableau, or similar business intelligence platforms
- Experience with org design, workforce planning, predictive analytics, and statistical analysis
- Advanced knowledge of HR metrics, talent analytics, and organizational effectiveness measures
- Prior experience supporting executive-level reporting and strategic workforce initiatives
- Master's degree in a related field
What You'll Bring
- A passion for leveraging data to improve business and talent outcomes
- Strong business acumen and the ability to connect workforce insights to organizational strategy
- Curiosity, creativity, and a continuous improvement mindset
- Excellent storytelling skills with the ability to communicate complex concepts in a simple, compelling way
- A collaborative approach and ability to influence stakeholders at all levels of the organization
- High attention to detail with a commitment to data accuracy and integrity
This role offers an opportunity to shape the future of People Analytics at CCC by delivering insights that help leaders make better decisions, strengthen our workforce, and drive business success.
#LI-LB1
Interview Policy & Privacy Notice:
A video interview is required for this position. Video interviews are transcribed. Transcriptions are retained and may be reviewed by CCC and our recruiters. Candidates are not permitted to use generative AI or automated assistance during the interviews unless explicitly allowed by the interview team for a specific exercise. Our Job Applicant Privacy Notice is available HERE.
About CCC's Commitment to Employees:
CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion & Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC’s success.
CCC offers competitive compensation and benefits to support you and your families, including:
401K Match
Paid time off
Annual Incentive Plan Performance Bonus
Comprehensive health insurance
Adoption Assistance
Tuition Reimbursement
Wellness Programs
Stock Purchase Plan options
Employee Resource Groups
For more information about our benefits, please check out our careers site.
Here, you belong. You are seen, valued, and respected. We celebrate you for who you are and all you bring. Every voice is heard and is important to our success. You can hear what employees have to say about our culture here
If you require reasonable accommodation to complete a job application, please contact (800) 621-8070.
Director Of People Analytics Jobs by Experience Level
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Find JobsDirector Of People Analytics Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software14
- Healthcare & Medical Services4
- Electronics & Hardware3
- Construction & Real Estate2
- Banking & Financial Services2
What Employers Look For
The qualifications that appear most often in director of people analytics jobs.
- 7 or more years of experience in HR analytics, workforce planning, or related data functions
- Proficiency in SQL and at least one visualization tool such as Tableau or Power BI
- Experience with HR information systems including Workday, SAP SuccessFactors, or Oracle HCM
- Demonstrated ability to translate complex workforce data into executive-level recommendations
- Bachelor's degree in a quantitative field such as statistics, industrial-organizational psychology, or data science
- Experience building or leading an analytics team, including hiring and developing analysts
Tips for Your Director Of People Analytics Job Search
Quantify workforce impact on your resume
Directors of people analytics are hired to drive decisions, so your resume needs to show outcomes, not just tools used. Name the business question you answered, the data you pulled, and the workforce decision that followed. Dashboards and models are table stakes.
Apply early to roles that fit
Migrate Mate lists director of people analytics openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target job descriptions by tech stack
People analytics hiring managers filter for specific tools, so search by platform when scanning openings. A role anchored in Workday Prism differs from one built around Visier or Tableau. Applying only to stacks you know well avoids wasted rounds.
Tailor your portfolio to business outcomes
Bring two or three completed analyses that connect HR data to a revenue, retention, or cost decision. Hiring panels at this level want to see how you communicated findings to a C-suite audience, not just whether your model was technically sound.
Prepare a case for your analytics operating model
Interviewers almost always ask how you structure a people analytics function: centralized, embedded, or federated. Know your answer before the first screen. Walk through a real team you built or inherited and explain what you changed and why.
Negotiate scope before you negotiate pay
At the director level, the headcount you own, the data you can access, and your seat in HR leadership matter more than title. Before accepting, confirm whether you report to the CHRO or a HRBP layer down, and what budget you control for tooling.
Director Of People Analytics Jobs: Frequently Asked Questions
Which companies are hiring the most director of people analyticss?
The companies hiring the most director of people analyticss right now include Capital One, Tesla, and Harvey, with the largest share of openings in California, Georgia, and Virginia, based on current listings on Migrate Mate as of August 2026. Large technology companies, financial institutions, and healthcare systems tend to maintain the most active hiring pipelines for this role.
How many director of people analytics jobs are remote?
About 55% of director of people analytics openings are fully remote or hybrid as of August 2026, reflecting how data-heavy leadership roles have adapted to distributed work. Sub-specializations focused on workforce modeling, reporting infrastructure, and HR data strategy tend to appear as remote most often, while roles tied to in-person HRBP partnership or change management skew toward hybrid or on-site.
How do you become a director of people analytics?
Most directors of people analytics move up from senior analyst or manager roles within an HR, workforce planning, or data science function. Building fluency in both statistical methods and business communication is essential, since the role requires translating data into decisions. Gaining experience leading a team, owning an analytics roadmap, and presenting to senior HR or executive stakeholders is what typically distinguishes candidates ready for director-level hiring.
Can you get a director of people analytics job with limited experience?
Breaking into a director of people analytics role without a full director-level background is uncommon but possible if you can demonstrate ownership of a complete analytics function, even in a smaller organization. Leading a one-person analytics team, building a reporting infrastructure from scratch, or owning a workforce planning cycle end-to-end can substitute for years of formal seniority when you can show the outcomes those efforts produced.
What does the director of people analytics interview process look like?
The process typically begins with a recruiter or HR screen, followed by a hiring manager conversation focused on your analytics philosophy and team leadership experience. A case study or take-home exercise is common at this level, often asking you to analyze a workforce dataset and present findings. Final rounds usually include a panel with HR leadership, a finance or business partner, and sometimes the CHRO, who assesses strategic fit and communication style.
Where can I find and apply to director of people analytics jobs?
You can find and apply to director of people analytics jobs on Migrate Mate, which lists current openings from across the United States. Find the roles that match your background and apply directly to each listing from the page.
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